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Basic Service
EMPLOYEE PAYCHECK PROCESSING.
You can
choose among these processing cycles:
Weekly
Semi-Monthly
Monthly
• All Local, State and Federal Tax Filings and Reporting
• Direct Deposits
• Employee access via the Internet to their payroll and benefits
information
• Expense account submission via Internet to payroll processing
for manager on-line approvals
• Payment of independent contractors (1099) via on-line approval
• 401(k) Retirement Plan Deductions
• Court Ordered Deductions – Wage Garnishments
• Benefits Deductions
• Pay-As-You-Owe Program: Collect Workers’ Compensation premiums
and remit to client’s carrier on an actual payroll basis.
Enhanced Services includes
Basic Services + the following:
• COBRA ADMINISTRATION. Piedmont HR, Inc. will manage Client’s
COBRA administration and ensure that COBRA procedures are in compliance. This function
comes in play when the company is required to offer COBRA under the Federal COBRA regulations or
any State mandated Health Benefits Continuation Policy.
• EMPLOYEE SELF SERVICES. Provide employees and management with a
Web-based Human Resource Information System providing access to payroll
records, benefits information, company policies and procedures, and personnel information.
• ENHANCED HUMAN RESOURCE INFORMATION SYSTEM. Piedmont HR, Inc.
will provide a comprehensive Web Based Human Resources Information system that
tracks and records required information on your employees. We work together with our
Agents in customizing the system in order to provide their clients with the necessary employee
information, data tracking and reporting that our system will allow.
Full Workforce Management includes
Basic + Enhanced + the following:
HR CONSULTING AND COMPLIANCE. Piedmont HR, Inc. works with our Agent’s
clients on many types of HR issues and compliance matters. We will review your current HR
procedures and policies for compliance and make recommendations for any necessary changes.
We can also provide the client with the option to use our basic employee policies and
procedures. In addition, Piedmont HR, Inc. offers assistance in
customizing solutions for the following needs.
• Employee Record Keeping Systems
• Hiring Practices and Procedures
• New Employee Orientation Program
• Employee Policies and Procedures Handbook
• Performance Review Process and Procedures
• Corrective Performance and Termination Policies
• Compensation Studies and Job Descriptions
BENEFITS CONSULTING. Piedmont HR, Inc. assists our Agent’s clients with
the management of the following employee benefits.
• Group Major Medical
• Group Short/Long Term Disability
• Group Term Life
• Group Dental and Vision
• Group Supplemental & Voluntary plans
• 401(k) plan and administration
• Flexible Spending Accounts
• Supplemental qualified and non-qualified retirement plans
We Keep You Compliant With Employment Laws
Employers with at least 1 employee must comply with:
• Fair Labor Standards Act (FLSA)
• Employee Polygraph Protection Act
• Immigration Reform & Control Act (IRCA)
• Equal Pay Act
• Federal Income Tax Withholding
• Uniformed Services Employment & Re-employment Rights Act of 1994
• Federal Insurance Contribution act (FICA)
• National Labor Relations Act (NLRA)
• Consumer Credit Protection Act
• Labor Management Relations Act
• Uniform Guidelines for Employment Selection Procedures
• Employment Retirement Income Security Act (ERISA)
Employers with 2 or more employees must comply with:
• Health Insurance Portability and Accountability Act (HIPAA)
Employers with 11 or more employees also need to comply with:
• Occupational Safety & Health Act (OSHA Illness/Injury Recording and
Reporting Requirements)and $50,000 in government contracts must also file EE0-1 report each
year).
Employers with 15 or more employees must also follow:
• Pregnancy Discrimination Act
• Americans with Disabilities Act
• Title VII of the Civil Rights Act
• Civil Rights Act of 1964
Employers with 20 or more employees also need to comply with:
• Age Discrimination in Employment Act
• Consolidated Omnibus Budget Reconciliation Act (COBRA)
Employers with 50 employees or more also need to comply with:
• Family Medical Leave Act (FMLA)
Employers with 100 or more employees must comply with the:
• Worker Adjustment Retraining Notification Act (WARN)
And must complete and report the EEO-1 form to the EEOC (Executive Order
11246, requires federal contractors with 50 or more employees and $50,000 in
government contracts must also file EE0-1 report each year).
Consequences of Non-Compliance
I-9 Forms
• Paperwork violations $100 - $1,000 for each incorrect form
COBRA
• $110 per day per violation; $220 per day per violation if there is
more than one qualified beneficiary in a family
HIPAA
• Penalties of either $500,000 or 10% of the employer’s payments for
health care coverage for the year, whichever is less
FSLA
• Can be penalized up to $10,000 per violation
Title VII of Civil Rights Act/ ADA
• Up to $300,000 per employee
OSHA
• Citations and penalties range form $7,000 to $50,000
ADEA
• Pay, reinstatement, seniority and attorney fees |
